With hiring, firing, recruiting, and retention strategies taking up significant spots in the current market scenario, there has been an evident proof of how big data is revolutionizing the recruitment industry. The data industry is already changing the way we see the world.
Unless we do not work with data on a daily basis, it is difficult to comprehend how data functions, both as a term and a concept. To most of us, big data is best understood as a large number of datasets held by organizations, corporations, and even the government whose activities are affecting a lot of people. Through big data, information regarding daily purchases on Amazon gets recorded, information on friends’ recommendation on Facebook, etc. These sets of data (information regarding retailers’ sales) have a consistent format which is stored as unstructured text.
But what does data have to do with HR department?
You all agree metrics and analytics are the business buzzwords often heard, post the financial crisis, right? This not only happened to the finance or the marketing department, but even human resources. And in a world where intangible changes like employee engagement are frequent in the business world, HR professionals must be able to provide evidence of impacts caused by their strategies.
There are different perspectives about data affects the HR world. If asked, it depends because HR professionals are rarely tech-savvy and are they’re clueless because the amount of data they work with is limited.
Also Read: How to delete a spotify account
Spotify knows your favorite songs. Google keeps a track on your latest visits.
Is this spooky or convenient? Well, it depends. One minute, you’re grateful for the recommendation Netflix offers. The next moment you’re nauseated by the personalized ad that pops on your YouTube screen.
Well, big data has been here for quite a while now.
Isn’t this awareness a beautiful thing? But if we want to channel tech into something more enduring, we need to accept changes. Like other sectors and companies, even the HR department has been circulating the world of technology.
The future is here, and these are the ways how human resources can rethink their approaches in the evolution of their work: –
- Changing the geography of talent recruitment
Companies need to prioritize their support and analytics team to go beyond map skill set. The job description-based recruitment is utilized for making better decisions during hiring. HR tools and technologies ease the time taken for spotting the right and relevant candidate from a thousand of resumes.
- Employee retention
Predictive analytics improve employee retention. With the help of the data tools, companies can now go beyond headcount making them predictable. This allows the organization to understand its workforce helping them retain their best talent.
Using HR tools and software, organizations can now find sources if truth. This cause an impact on employee engagement, retention, and even their hiring performance. Predictive analytics allows the organization to make sense of its past data that is collected based on its key relationship and analysis.
- Knowledge of management
To remain relevant to the current market trends, HR department along with other sectors needs to upgrade their current skills. Constant learning and training are crucial for every organization. They will be able to leverage talent analytics to analyze gaps in the current scenario.
Is the human resource industry all set for the data revolution?